Results of the Obiettivo Benessere 2025 survey presented
The press release of the National Research Council on the results of the survey Wellbeing objective on organizational and relational well-being at the CNR, promoted by the Single Guarantee Committee of the CNR and direct from CNR-IRPPS group Social Changes, Evaluation and Methods (MUSA):
People work more and are more productive in agile, 4 out of 10 employees are unable to reconcile work and personal needs and for 3 out of 10 (more women) family needs have compromised their career. A widespread gender stereotype is confirmed, of which the unequal distribution of domestic and care activities is a reflection; discrimination, harassment and mobbing remain stable and widespread, phenomena that in some cases have involved at least half of the staff. These are some of the results of the survey 'Obiettivo benessere' in its second edition, conducted by Cnr-Cug in collaboration with the MUSA research group of Cnr-Irpps, presented today in Rome.
In the 2022 Single Guarantee Committee (CUG) of the Cnr he conceived the project Wellness goal, which includes periodic national surveys on the organizational and relational well-being of the largest Italian scientific community. The second survey, carried out between December 2024 and January 2025, like the first directed by the research group Social Changes, Evaluation and Methods (MUSA) of the Institute for Research on Population and Social Policies (Cnr-Irpps), has returned to measure the level of organizational and relational well-being within the CNR. Well 4.553 employees, representing all categories of staff, responded to a complex electronic questionnaire built by CNR researchers, providing data from all over Italy, from all departments, as well as from the headquarters and numerous research areas. The main topics covered include: agile work and work-life balance, gender stereotypes, discrimination, harassment and mobbing.
- Smart working and work-life balance
In order to monitor the trend of the use of smart working years after its introduction, the opinion of the staff was collected by investigating the risks and opportunities associated with this working method. According to 69,1% of the respondents, smart working is only practicable a few days a week, while for 19,4% it is always preferable to working on site. Compared to the first edition of the survey (2022) which revealed a preference for smart working especially among those with young children (0 to 6 years), this distinction is no longer present. Instead, 11,4% of employees prefer to always and only work from their own workplace. Currently, 69,2% of respondents at the Cnr use smart working, mostly women (73,6% against 64,1% of men), administrative and technological staff (78,7% and 77,2% respectively), and then research staff (68,1%), technical staff (64,5%) and finally managerial staff (53,8%). Approximately 3 out of 10 people They work remotely for longer than they do on-site (but they are 16,9% less than in 2022), 4 out of 10 do not find such differences and only 1 out of 4 works for less time precisely when in agile mode (in this case they are 13,2% more than 3 years ago). Regarding the productivity, instead, about half of the respondents recorded it un increase when he works in agile mode, while only 3,2% highlights the decrease. Among the opportunity Smart working offers stand out the best conciliation between work and private life (which grows to 84,6% compared to 77% in 2022) and the saving of time linked to travel (82,1%), followed by economic savings (43,7%) and the greater autonomy management (43%). On the contrary, the risks most frequently encountered by the staff mostly concern the communication and coordination difficulties remotely with colleagues (32,8%), theexclusion from the flow of information (32,7%), the excessive availability, namely the failure to exercise the right to disconnect (25,3%) and loneliness (24,8%). With respect to the issue of reconciling work and private and family life, regardless of the working method (agile or otherwise), the 40,7% of the respondents he can't always reconcile work and personal needs, and 34,3% work and family needs. Indeed, 27,8% believe that their family needs have compromised their professional path and career, with a notable gender difference: this is what the 33,6% with women versus 20,8% of men.
- Gender stereotypes and distribution of domestic and care work
Among the gender stereotypes investigated, the greatest adherence is found for those concerning the workplace: 40,7% of the respondents believe that women are more sensitive than men towards staff well-being and 41,2% believe that women are among them more competitive than men.
This is followed by the idea that it is 'design' chand mothers take more care of their children than fathers (27,5%), which is themens has the task of protecting women (21,6%) and, finally, the belief that the men are more collaborative than women (15,3%). Certainly more residual, also considering the context of the investigation, is the presence of the idea that the 'natural' role of women is that of mother and wife (3%), of those who maintain that men are more inclined towards scientific subjects (4%), that it should be above all the man who supports the family (4%) and that men have greater leadership skills than women (7,9%).
Gender stereotypes are reflected in the division of the burden of housework and care unpaid, which is unfairly distributed according to 43% of the interviewees and 27% of the interviewees. This distribution follows specific gender roles: women are mainly involved in house cleaning (61,4% against 23,2% of men), of the child care (39,6% against 12,1% of men) and other family members (17,7% against 8,9% of men), while men dedicate themselves more to small maintenance jobs (80,6% against 17,4% of women) and to the administrative management of the house (62,9% against 42,1% of women). Despite the answers collected pertain to a working context of research, knowledge and education, and the multiple interventions implemented on these issues by the CUG and the Institution in recent years, the presence of a widespread gender stereotyping at the CNR.
- Discrimination, harassment and mobbing
Of acts of negative deviance such as humiliation, mistreatment, discrimination, isolation or marginalization by a superior or a colleague, about half of the staff have experienced it at least once (53%). Over 4 out of 10 people attended to such acts perpetrated to the detriment of colleagues, while in addition to the half have been reported by the victims themselves. Again 4 out of 10 declared having witnessed such acts without But that the victims became concretely aware of their severity. If there are no significant deviations in trends for variables such as age, geographical area or classification, and therefore these phenomena appear endemic, however, a notable gender difference is highlighted: the victims of such actions carried out by a superior or a colleague are mostly women (58,2% against 40,9% of men). On the contrary, the phenomenon of mobbing behavior, far less widespread than the problems analysed so far, has concerned the 24,5% of staff at least once during their career (-3% compared to 2022) and, also in this case, the share of victims is higher among the women (28,1% compared to 20,3% of men). Such trends are similar to those of 2022, and therefore indicate that there has not been a significant decrease in these problems.
The board
About Single Guarantee Committee of the CNR (Cnr-Cug) in collaboration with the research group Social Changes, Evaluation and Methods (MUSA) of the Institute for Research on Population and Social Policies of the CNR (Cnr-Irpps)
What: 'Objective Wellbeing' survey
- http://www.irpps.cnr.it/musa-mutamenti-sociali-valutazioni-e-metodi/
For information and registration:
Antonio Tintori, President Cnr-Cug
Cnr-Irpps
antonio.tintori@cnr.it
Press Office:
Sandra Flower
sandra.fiore@cnr.it
Head of Press Office Unit:
Emanuele Guerrini
emanuele.guerrini@cnr.it
ufficiostampa@cnr.it
06 4993 3383
See also:
